Consider these five ways healthcare recruiters can improve their hiring process at this moment.

A company is only as good as its employees, even in healthcare. You need the right medical assistants, registered nurses, and physicians on your team to maximize profits, minimize losses, and maintain your hospital or clinic’s reputation in the industry. Unfortunately, everything from poorly written job postings to delayed decisions can hamper your ability to attract, identify, and secure the best candidates for your positions. Consider these five ways to improve your healthcare hiring process today.

1. Write clear and descriptive job postings

Start with a title that includes the keywords candidates are likely to use in their search. This will include the position name (industry standard if possible), plus other descriptors such specialty or department and full or part-time. Add a concise yet complete job description—detailing what the position actually entails—and outlining performance expectations. Give specifics on necessary qualifications, skills, and education as well as a brief summary of the salary and benefit package. Full disclosure is necessary if you want to attract the best professionals for your healthcare job. At the same time, you don’t want to lose candidates by posting pages upon pages of information.

2. Keep it mobile-friendly

Whether you advertise available healthcare jobs on your hospital’s website or post them to an online job board, it’s imperative that the job posting is mobile-friendly. According to one recent survey, 43 percent of job seekers have used their mobile device in their job search. While 27 percent say the ability to apply for jobs from their mobile device is important, 23 percent actually think less of organizations that have not optimized their career websites for mobile use. If you have not yet done so, you could lose out on some of the best talent—particularly among the Millennials, or Generation Y, who some predict will comprise 75 percent of the workforce by 2025.

3. Choose your ATS wisely

The use of applicant tracking systems, or ATS software, can certainly reduce the time it takes to sort through dozens or even hundreds of allied health, nursing, or administration resumes. Unfortunately, they can also keep you from connecting with qualified candidates. If the software you’ve selected requires a cumbersome application process, some candidates will sign off without completing it. If the parameters you set are too narrow, they may screen out suitable applicants. Resume formatting differences can also lead to rejection. If you elect to use an ATS, choose the software wisely. Keep the amount of data a candidate has to enter to a minimum, allow applicants to upload resumes, and consider reviewing potential matches in addition to the ones the system has ranked the highest.

4. Interview smartly—and keep it consistent

Whether you’re recruiting a neonatal intensive care RN or a registered dietician, taking a team approach to interviewing can improve the quality of your hires. Choose a panel of interviewers including a coworker of the new hire, a direct supervisor, a department head, and a representative from an adjacent department. Each will provide a unique perspective on the candidate’s suitability. Additionally, keep the process consistent. Every candidate for a particular job should meet with the same team, and that team should ask the same questions at every interview. This will minimize any bias due to candidate personality (gregarious versus reserved, for example) and help you weed out professionals who may interview well but don’t actually fit your organization’s needs.

5. Don’t lose out on your top pick due to delays

Unemployment may still be high, but the best healthcare professionals generally have sufficient opportunities. If you find a nurse practitioner, physician assistant, or medical receptionist who appears to be a good fit on paper and in person, don’t delay your offer in the hopes that an even better one will appear. You shouldn’t discount near-perfect candidates, either. There’s always a certain amount of training involved with any new employee. If hiring and training a near-perfect professional could get your healthcare organization back to full productivity faster than waiting for a perfect skills match to come along, it may make sense to do so.